Over the years, I've learnt that the best, highest performing teams are those where everyone feels a sense of belonging & appreciation for the unique & different things they bring to the team. So I'm happy to post this blog & sketchnote on "things boldly inclusive leaders do". They build an inclusive culture through foundations of continuous learning, active listening, authentic communication & creating a psychologically safe environment for people to thrive: qaspire.com/what-boldly-incl…. Thank you @minettenorman for the principles & @tnvora for your powerful interpretation.

I have been asked for advice about improving organisational culture. My view? DON'T start by setting up a "culture change" programme or a direct "culture" intervention. Culture gets changed when people start doing real work differently. Culture change is a byproduct of wider improvements. See for instance: hbswk.hbs.edu/item/to-change…. Via @HBSWK

The relationship between small scale change & large scale change is a critical consideration for leaders of change. To quote @LeandroEHerrero: "Large scale change is not small scale change repeated many times. Small wins repeated are lots of small wins." To quote David Fleming: "Large-scale problems do not require large scale solutions; they require small-scale solutions within a large scale framework". Otherwise countless small scale change projects can be a thousand flowers blooming with no overall impact. Change leadership is about: - convening change - creating direction & shared purpose - role modelling behaviours - creating the space for people to experiment, learn, grow & improve things - joining up the small scale initiatives so they can amplify, multiply & reinforce each other in practice.

Having a sense of autonomy at work (a level of control & independence over job tasks & work environment) makes a massive difference. It leads to a sense of accomplishment & wellbeing; it makes people feel more invested in their work so creates engagement; it makes people feel more trusted & valued & leads to greater productivity. 6 factors with the highest return on investment for amplifying autonomy across an organisation or system: bit.ly/3uGEubT. Via @hacking_hr

"Zombie Leadership": dead & discredited ideas about leadership that continue to walk amongst us. They continue to be propagated by the media, popular books, consultants, workforce practices & policy makers. They stop more effective leadership practices from becoming mainstream. Four strategies to defeat Zombie Leadership: 1) Recognise components of Zombie Leadership 2) Return to the definition of leadership 3) Recognise the cost of Zombie Leadership 4) Champion alternatives to Zombie Leadership sciencedirect.com/science/ar…. By @alexanderhaslam et al, via @BenJaneFitness.